Manager, Talent Acquisition

"EXO Inc." has been protecting public infrastructure across the U.S. since 2009. Without consistent maintenance and quality assurance, critical assets face a growing risk of failure over time. EXO delivers engineering, inspection, and remediation services for lighting poles, transmission towers, and other infrastructure exposed to ongoing wear from usage, aging, and environmental conditions. With deep expertise in vertical infrastructure, EXO builds on years of engineering design and fabrication experience across utilities, telecom, transportation, and retail sectors. This foundation supports a comprehensive inspection and asset management approach that addresses both new installations and aging structures requiring immediate attention. Recognizing that full replacement is often impractical due to cost and safety constraints, EXO developed its "Ex-Tend" approach to manage assets throughout their entire life cycle. From initial quality assurance to ongoing inspection and targeted repairs, this method is designed to extend service life and improve reliability. Supported by data-driven insights, EXO helps clients monitor asset conditions and make informed, strategic decisions. Position Overview: The Talent Acquisition Manager is responsible for leading and executing the company’s talent acquisition strategy while managing a team of recruiters and remaining actively involved in recruiting efforts. This position oversees the full recruiting lifecycle, from workforce planning and sourcing through candidate selection, offer negotiation, and onboarding. The Talent Acquisition Manager will lead the development of proactive candidate pipelines for critical and hard-to-fill positions, establish effective sourcing strategies, monitor recruiting performance, and provide meaningful analytics and reporting to company leadership. This is a hands‑on leadership role that requires the ability to both manage a recruiting team and personally recruit high‑priority positions. The ideal candidate is an experienced recruiter and people leader who understands how to build scalable recruiting processes while maintaining a strong focus on candidate quality, speed, hiring manager satisfaction, and overall recruiting effectiveness. Key Responsibilities Talent Acquisition Leadership Lead, manage, coach, and develop the company’s recruiting team. Establish recruiting priorities, workload assignments, performance expectations, and recruiting goals for recruiters. Develop and implement talent acquisition strategies aligned with current and anticipated business needs. Establish consistent recruiting processes, standards, and best practices across the organization. Monitor recruiter performance and provide regular coaching, feedback, and development. Ensure recruiters maintain accurate and timely information within the applicant tracking system. Partner with Human Resources and leadership to identify workforce needs and recruiting priorities. Continuously evaluate and improve the company’s recruiting processes, tools, technology, and sourcing strategies. Hands‑On Recruiting Personally manage recruitment for key, specialized, leadership, technical, or difficult‑to‑fill positions. Conduct full‑cycle recruiting activities, including intake meetings, sourcing, screening, interviewing, candidate evaluation, offer negotiation, and coordination of onboarding. Partner with hiring managers to understand position requirements, technical qualifications, cultural fit, and hiring priorities. Develop effective recruiting strategies for positions with limited candidate availability. Maintain a high level of engagement with candidates throughout the recruiting process. Serve as a recruiting subject matter expert and resource for hiring managers and recruiters. Help recruiters overcome sourcing challenges and develop creative approaches to identifying qualified candidates. Candidate Sourcing & Pipeline Development Develop proactive sourcing strategies to identify qualified candidates before positions become available. Build and maintain talent pipelines for critical positions, high‑volume roles, specialized technical positions, and anticipated workforce needs. Utilize LinkedIn, job boards, professional associations, industry networks, employee referrals, recruiting databases, social media, schools, trade programs, and other sourcing channels. Develop relationships with passive candidates and maintain ongoing communication with high‑potential talent. Establish talent pools by job function, geographic market, skill set, and level of experience. Research labor markets and identify emerging talent sources and recruiting opportunities. Develop relationships with colleges, universities, trade schools, professional organizations, and other talent sources where appropriate. Evaluate sourcing channels based on candidate quality, cost, conversion rates, and hiring outcomes. Recruiting Analytics & Reporting Develop and maintain recruiting dashboards and reports to measure departmental performance. Track and analyze key recruiting metrics, including but not limited to: Time‑to‑fill Time‑to‑hire Applicants per opening Qualified candidates per opening Interview‑to‑offer ratio Offer acceptance rate Source of hire Cost per hire Recruiter activity and productivity Candidate pipeline volume Aging requisitions Hiring manager satisfaction New‑hire retention and quality‑of‑hire indicators Provide regular recruiting reports and insights to HR and executive leadership. Identify recruiting trends, bottlenecks, and areas of opportunity through data analysis. Use recruiting data to recommend changes to sourcing strategies, staffing levels, recruiting resources, and processes. Establish departmental goals and KPIs and monitor performance against those goals. Develop forecasting and pipeline reporting to help leadership understand upcoming hiring capacity and talent availability. OFCCP, Affimative Action & EEO Compliance Own and oversee the company’s Affimative Action and OFCCP compliance program, serving as the primary internal resource for affirmative action, applicant tracking, and federal contractor employment compliance. Lead the development, preparation, implementation, maintenance, and administration of the company’s written Affimative Action Plan (AAP) and all supporting analyses, documentation, and required compliance initiatives. Ensure the company’s recruiting and selection practices are structured and administered in accordance with OFCCP, EEO, affirmative action, Internet Applicant, recordkeeping, and applicable federal, state, and local requirements. Provide oversight and governance of the company’s Applicant Tracking System (ATS), ensuring applicant data, candidate activity, disposition codes, job postings, referral sources, interview activity, and selection information are accurately captured and maintained. Establish and enforce standardized applicant tracking, disposition, selection, and recordkeeping procedures to ensure the integrity and auditability of recruiting data. Monitor applicant flow and recruiting activity to identify potential adverse impact, selection disparities, or other compliance risks, and develop recommendations and corrective actions as appropriate. Oversee the collection, maintenance, and analysis of data required for AAP development, utilization analysis, availability analysis, applicant flow, hiring, promotion, termination, compensation, and other required compliance reporting. Manage the company’s compliance with required EEO/AA self‑identification processes, notices, postings, outreach, affirmative action obligations. Serve as the primary point of contact for OFCCP audits, compliance evaluations, investigations, and requests for information, coordinating responses and documentation with executive leadership, HR, legal counsel, and external advisors as appropriate. Establish internal controls and audit processes to regularly evaluate AAP compliance, recruiting practices, ATS data integrity, record retention, and adherence to established procedures. Partner with Talent Acquisition, HR, hiring managers, and leadership to ensure recruiting practices consistently align with the company’s affirmative action and equal employment opportunity obligations. Maintain current knowledge of OFCCP regulations, federal contractor requirements, affirmative action obligations, and related employment regulations, proactively evaluating regulatory changes and implementing necessary updates to policies, systems, and processes. Maintain complete and accurate compliance records in accordance with applicable OFCCP and federal recordkeeping requirements, ensuring documentation is readily available for internal and external audits. Provide leadership with regular compliance reporting, workforce analytics, and risk assessments, including recommendations to address identified gaps and strengthen the company’s overall compliance program. Hiring Manager Partnership Establish strong working relationships with hiring managers throughout the organization. Assist hiring managers in defining realistic qualifications, compensation expectations, and candidate profiles. Provide hiring managers with regular updates on candidate pipelines and recruiting activity. Advise managers on market conditions, candidate availability, compensation competitiveness, and recruiting timelines. Help ensure hiring decisions are made efficiently while maintaining appropriate selection standards. Establish service‑level expectations for recruiting and hiring‑manager communication. Employer Branding & Recruiting Strategy Support the development and execution of the company’s employer brand and employee value proposition. Identify opportunities to improve the company’s visibility within target talent markets. Partner with HR and Marketing to enhance job postings, career‑site content, recruiting communications, and employment marketing. Develop strategies to increase employee referrals and other low‑cost, high‑quality recruiting channels. Monitor competitor recruiting activity and labor‑market trends. Identify opportunities to strengthen the company’s reputation and competitiveness as an employer. Qualifications Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field preferred. 7+ years of progressive recruiting or talent acquisition experience , including experience leading recruiting functions and compliance programs. 3+ years of experience managing and leading a team. 3+ years of direct experience managing OFCCP and affirmative action compliance, including responsibility for the development, implementation, maintenance and administration of a written Affimative Action Plan (AAP). Demonstrated experience managing full‑cycle recruiting. Proven experience sourcing candidates for technical, professional, operational, and/or leadership positions. Strong experience developing passive candidate pipelines and proactive sourcing strategies. Demonstrated ability to personally recruit difficult‑to‑fill positions. Demonstrated ownership of an organization’s Affimative Action Plan, including responsibility for the written plan, required analyses, implementation, compliance monitoring, recordkeeping, and preparation for OFCCP audits or compliance evaluations. Experience overseeing Applicant Tracking Systems (ATS) and establishing processes to ensure accurate applicant data, disposition codes, candidate status, selection activity, referral sources, and other required recruiting information. Strong analytical skills with the ability to interpret recruiting data and translate it into actionable recommendations. Strong analytical skills with the ability to evaluate applicant flow, selection rates, adverse impact, workforce demographics, and other recruiting and employment data to identify compliance risks and trends. Experience developing recruiting reports, dashboards, and KPIs. Demonstrated ability to translate complex regulatory requirements into practical policies, procedures, training, and operational controls for recruiters and hiring managers. Strong understanding of employment practices, recruiting compliance, and fair hiring practices. Excellent communication, interviewing, negotiation, organizational, and relationship‑management skills. Preferred Experience Experience recruiting within construction, engineering, utilities, energy, infrastructure, manufacturing, or other technical industries. Experience recruiting highly specialized technical or field‑based positions. Experience recruiting across multiple geographic markets. Experience building recruiting functions or processes in a growing organization. Experience with UKG Ready, LinkedIn Recruiter, Indeed, or similar recruiting and HR technology platforms. Experience using recruiting analytics to improve hiring outcomes and recruiter productivity. Core Competencies Leadership & Team Development Full‑Cycle Recruiting Strategic Sourcing Pipeline Development Data Analysis & Reporting Hiring Manager Partnership Candidate Relationship Management Market Intelligence Process Improvement Organization & Prioritization Communication & Influence Problem Solving Performance Measures Success in this position will be measured through a combination of recruiting team performance, hiring outcomes, and operational effectiveness, including: Achievement of recruiting and staffing objectives. Reduction in time‑to‑fill for priority positions. Strength and depth of proactive candidate pipelines. Quality and retention of hires. Recruiter productivity and performance. Hiring manager satisfaction. Offer acceptance rates. Effectiveness and diversification of sourcing channels. Accuracy and usefulness of recruiting analytics. Successful implementation of recruiting process improvements. Overall ability to scale the recruiting function to meet company growth. Physical Requirements Ability to sit and work at a computer for extended periods of time. Ability to regularly use a computer, keyboard, mouse, telephone, and other standard office equipment. Ability to communicate effectively in person, by telephone, and through video conferencing. Ability to read and review information displayed on computer screens and in printed materials. Ability to frequently perform repetitive hand and wrist movements associated with keyboarding and computer use. Ability to occasionally stand, walk, bend, reach, and move throughout an office or work environment. Ability to attend meetings, interviews, recruiting events, career fairs, and other company or industry events as required. Ability to occasionally travel to company locations, recruiting events, educational institutions, conferences, or other talent‑related activities. Ability to lift and carry office materials or equipment weighing up to approximately 20 pounds on an occasional basis. Ability to perform the essential functions of the position with or without reasonable accommodation. Mental & Cognitive Requirements Ability to manage multiple open positions, candidates, recruiters, and competing priorities simultaneously. Strong organizational skills and ability to effectively prioritize work based on business needs and recruiting urgency. Ability to analyze recruiting metrics, identify trends, and translate data into actionable recommendations. Strong attention to detail and accuracy when reviewing candidate information, recruiting records, reports, and employment documentation. Ability to exercise sound judgment and make decisions regarding candidate qualifications, recruiting strategies, sourcing methods, and hiring priorities. Ability to evaluate candidates objectively based on job‑related qualifications and established selection criteria. Ability to maintain confidentiality when handling sensitive candidate, employee, compensation, and company information. Ability to communicate effectively with candidates, recruiters, hiring managers, executives, and external recruiting partners. Ability to influence and advise hiring managers while maintaining appropriate recruiting and selection standards. Ability to remain professional and composed when managing difficult candidates, hiring challenges, competing priorities, or high‑volume recruiting demands. Ability to identify problems, develop solutions, and implement process improvements. Ability to adapt to changing business needs, hiring priorities, labor‑market conditions, and organizational requirements. Ability to work independently while also providing effective leadership, coaching, and direction to the recruiting team. Ability to sustain concentration and productivity while performing detailed computer‑based work for extended periods. Ability to work effectively in a fast‑paced environment with frequent interruptions and shifting priorities. Ability to meet deadlines and maintain consistent follow‑through on recruiting commitments and department objectives. Work Environment Primarily office‑based professional work environment. Regular use of computers, telephones, video conferencing, and other business technology. Frequent interaction with employees, candidates, hiring managers, executives, and external recruiting partners. Occasional travel may be required for recruiting events, career fairs, company locations, conferences, or other business activities. Able to work outside normal business hours to accommodate candidate interviews, recruiting events, or urgent hiring needs. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the position. FLSA Status: Exempt Pay Range: $125-150,000 Annually Reports To: Vice President, Human Resources Benefits Exo offers a comprehensive benefits package including: Medical Dental Vision Health Savings Account/Flexible Spending Accounts Life and Accidental Death & Dismemberment Short Term and Long-Term Disability Accident, Hospital Indemnity and Critical Illness 401k with company match PTO 10 paid holidays Note: This job description is intended to provide a general overview of the responsibilities and qualifications for the Talent Acquisition Manager. The specific duties and requirements may vary depending on the organizations needs. Exo is committed to equal employment opportunity. We recruit, employ, train, compensate, and promote without regard to race, religion, color, national origin, age, sex, disability, protected veteran status, or any other basis protected by applicable federal, state, or local law. #J-18808-Ljbffr